Module 9 Course Project Case Study
LDS – Performance Management
Module 9 – Course Project – Case Study
Submitted by Jason Rick
Date: August 04, 2014
Q – a) Purpose of the Meeting
The performance management system used provides a structured and systematic approach to the management of a relationship between two individuals – typically a manager and an employee – where the focus of the relationship is on improving and or recognizing excellence in performance outcomes relative to a set of goals and expectations. There are a number of different actions and processes to consider in effectively managing the performance management system. Those leaders/managers involved should know what those areas are and how to best manage them. Through good communication the employee should also know the process in general and what to expect from the process. Areas which are considered are: Performance Planning (establishing expectations/reviewing strategic direction/goal setting), Creating a Motivating Work Environment, Performance Data Gathering and Assessment, Communication and Ongoing Feedback, including Intermittent Performance Reviews, and Performance Development.
Performance Management is a cyclical year round process where leaders (managers & supervisors) and employees work together establishing a shared understanding about what is to be achieved, how it is to be achieved and a way of managing people that increases the probability of achieving success. Performance management is a series of meetings and conversations aimed at improving individual performance and strengthening communications. It is not just an evaluation tool!
When planning to hold a performance review meeting the purpose is to manage performance which encompasses the activities and interactions that take place between the leader/manager and the person with accountability to the leader/manage throughout the year, that result in the achievement of goals and expectations through the development of a relationship and work
Module 9 – Course Project – Case Study
Submitted by Jason Rick
Date: August 04, 2014
Q – a) Purpose of the Meeting
The performance management system used provides a structured and systematic approach to the management of a relationship between two individuals – typically a manager and an employee – where the focus of the relationship is on improving and or recognizing excellence in performance outcomes relative to a set of goals and expectations. There are a number of different actions and processes to consider in effectively managing the performance management system. Those leaders/managers involved should know what those areas are and how to best manage them. Through good communication the employee should also know the process in general and what to expect from the process. Areas which are considered are: Performance Planning (establishing expectations/reviewing strategic direction/goal setting), Creating a Motivating Work Environment, Performance Data Gathering and Assessment, Communication and Ongoing Feedback, including Intermittent Performance Reviews, and Performance Development.
Performance Management is a cyclical year round process where leaders (managers & supervisors) and employees work together establishing a shared understanding about what is to be achieved, how it is to be achieved and a way of managing people that increases the probability of achieving success. Performance management is a series of meetings and conversations aimed at improving individual performance and strengthening communications. It is not just an evaluation tool!
When planning to hold a performance review meeting the purpose is to manage performance which encompasses the activities and interactions that take place between the leader/manager and the person with accountability to the leader/manage throughout the year, that result in the achievement of goals and expectations through the development of a relationship and work